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Related Experiment Video

Updated: Jun 2, 2026

Mindfulness in Motion (MIM): An Onsite Mindfulness Based Intervention (MBI) for Chronically High Stress Work Environments to Increase Resiliency and Work Engagement

Mindfulness in Motion (MIM): An Onsite Mindfulness Based Intervention (MBI) for Chronically High Stress Work Environments to Increase Resiliency and Work Engagement

Published on: July 1, 2015

Impacts on work performance; what matters 6 months on?

G Wynne-Jones¹, R Buck, A Varnava

¹Arthritis Research UK Primary Care Centre, Primary Care Sciences, Keele University, Keele ST5 5BG, UK. g.wynne-jones@cphc.keele.ac.uk

Occupational Medicine (Oxford, England)

|April 29, 2011

Summary

Psychological distress and work perceptions predict future workplace performance, while objective job factors do not. This highlights the importance of assessing employee well-being and job attitudes for predicting work performance.

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Last Updated: Jun 2, 2026

Mindfulness in Motion (MIM): An Onsite Mindfulness Based Intervention (MBI) for Chronically High Stress Work Environments to Increase Resiliency and Work Engagement

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Published on: July 1, 2015

Working Memory Training for Older Participants: A Control Group Training Regimen and Initial Intellectual Functioning Assessment

Working Memory Training for Older Participants: A Control Group Training Regimen and Initial Intellectual Functioning Assessment

Published on: September 20, 2020

Area of Science:

Occupational Health
Psychology
Workplace Productivity

Background:

Presenteeism, working while unwell, often precedes or follows work absence.
Previous studies identified health and work factors influencing current performance.
Predictive power of these factors for future performance remains unclear.

Purpose of the Study:

To determine if baseline health, work perceptions, and objective work characteristics predict 6-month follow-up performance.
Investigate predictors of workplace performance over time.

Main Methods:

Longitudinal study using self-completed questionnaires in public sector organizations.
Assessed health, work perceptions, and objective work characteristics at baseline.
Measured workplace performance at 6 months using self-rated scales and the Stanford Presenteeism Scale 6 (SPS6).

Main Results:

Psychological distress (General Health Questionnaire) and work perceptions significantly predicted future self-rated performance and SPS6 scores.
Objective work characteristics showed minimal predictive value for future performance.
61% of employees completed follow-up assessments.

Conclusions:

Psychological distress and work perceptions are key predictors of future workplace performance.
Findings suggest focusing on employee well-being and job attitudes for performance prediction.
Highlights the need for comprehensive assessment of health and work factors in future research.